Best HRIS Software in 2025 to Boost Employee Experience (original) (raw)

What Is HRIS Software?

HRIS stands for Human Resources Information Systems. Yes, that sounds like a term from a bygone era.

However, an HRIS is at the core of each successful business and one of the key HR Software platforms every company needs.

As an HR leader, I know how important choosing the best HR software is for you, but also how busy you are.

So, in this article, I aim to give you the most important information in the shortest possible time.

Let's dive in!

The Best HRIS Software Platforms

In HRIS, what's “best” really depends on your specific requirements.

No matter what vendors say, no platform has it all, and each has their unique pros and cons.

So get familiar with the options and find the best HRIS software for you:

Trinet HR HRIS Software

TriNet HR is an all-in-one HR software solution that simplifies and centralizes processes, particularly payroll and benefits.

The platform, known as Zenefits before a takeover in 2022, lets companies self-serve their HR needs. This is also what sets TriNet HR apart from TriNet's core service, which is full HR outsourcing.

Trinet HR includes what Zenefits was known for (payroll and benefits administration), but it also packs recruitment (powered by JazzHR), performance management, and more.

A mobile app lets you manage HR tasks on the go, providing flexibility and real-time access to important information.

Comparison with Competitors

Trinet HR distinguishes itself from competitors like ADP through its modular approach to pricing and its focus on midsize business needs.

It's also more experienced than newer platforms like BambooHR and Gusto in handling complex payrolls – think tips reporting, multiple pay schedules and pay rates, and contractor payments.

And thanks to its Zenefits legacy, it additionally shines in benefits administration, including HSAs, FSAs, and commuter benefits.

But, it is an older Human Resource Information System Software, often chosen by more traditional companies, and that shows in the UI and UX.

Key Features of TriNet HRIS

Pros and Cons of TriNet HR

Pros:

Cons:

Who Uses TriNet HR

According to Enlyft data, the typical Trinet HR customer:

TriNet HR Pricing

TriNet HR, including payroll, costs 33peremployeepermonthor33 per employee per month or 33peremployeepermonthor27 if you pay annually.

If you don't need payroll software and services, their Essentials and Growth bundles may fit you better, with prices ranging from 8−8 - 8−20.

Paylocity HRIS Software

Paylocity was founded 26 years ago and went public on the Nasdaq in 2014. In short, it’s one of the OGs in this list.

The platform offers payroll, time & labor tracking, HR services, and features aligned to the employee lifecycle from onboarding to learning and development.

Its offerings are often considered fair and offer good value for money, working well for teams of different sizes.

Comparison with Competitors

Paylocity is often compared with traditional payroll-focused platforms like ADP, Paycom, and Paychex.

In this category, Paylocity stands out for its focus on the employee experience, crafting its online and mobile offerings to engagement.

Features that go above and beyond include a Facebook-like social hub with news, recognition, celebration, chat, and engagement surveys.

On the other hand, it lacks some of the recruiting and PEO services that ADP and others provide.

Key Features of Paylocity HRIS

Pros and Cons of Paylocity

Pros:

Cons:

Who Uses Paylocity HRIS

Based on Enlyft data, the typical Paylocity customer:

Over 36,000 customers use Paylocity, including Kohl’s and Cornell University.

Paylocity HRIS Pricing

Paylocity doesn’t provide information about its pricing, but online reports estimate it at 18–18 – 18–32 per employee per month.

Paycor HRIS Software

Starting as a regional payroll service provider thirty years ago, Paycor has expanded its offerings to cover the entire US and include a comprehensive suite of HRIS features in recent years.

Paycor supports the complete employee lifecycle, from Recruiting to Offboarding, including Applicant Tracking Systems (ATS), Payroll, Performance, and Engagement solutions.

The software's user-friendly interface is often mentioned on mobile and desktop platforms, making HR tasks accessible from anywhere.

Still, Paycor is on the older side and may not be the right fit for innovative companies, especially those with remote employees.

Paycor Compared to the Competition

Compared to more singular platforms in this overview, Paycor stands out as a more integrated solution.

However, when put side-by-side with newer platforms like Rippling and even BambooHR, Paycor quickly loses its shine.

Key Features of Paycor HRIS

Pros and Cons Based on Reviews

Pros:

Cons:

Who Uses It Paycor HRIS

Based on Enlyft data, the typical Paycor customer:

Key customers using Paycor include Intuit.

Paycor Pricing

The Core Plan, Paycor's most popular option, sits at 199permonthplus199 per month plus 199permonthplus8 per employee per month.

More affordable plans are available, and other charges and discounts may apply, so it's good to contact Paycor for more information. (I heard they often offer free trials!)

UKG Pro HRIS Software

UKG (Ultimate Kronos Group) offers a nicely integrated package of HRIS features focused on large enterprises in healthcare and IT.

UKG came into existence after combining two HR software solutions, Ultimate Software and Kronos, into an HRIS platform, and is one of the largest HR technology vendors in the world.

The software is known for being user-friendly interface and extensive customization options, but HR teams who use or used the platform say there are challenges, too.

Of note, and surprisingly for such a huge company, UKG is known for its inclusive, diverse team and community-oriented work environment.

Comparison with Competitors

UGK is usually considered along ADP, Paycor, and similar platforms – those who heavily focus on payroll and HR administration.

Compared to those HRIS systems, UKG stands out for its employee-centric approach to HR software.

Clients celebrate UKG's user-friendly interface for higher-skilled workers but note that the solution could be too complex for users who are not tech-savvy.

UKG says it's committed to strong customer service and even has a 'partners for life' philosophy cultivated strongly, although some HR leaders on Reddit share that customer service has declined recently.

Key Features

Pros and Cons

Pros:

Cons:

Who Uses It

According to Enlyft data, the typical UKG customer:

Featured customers include Feeding America, MGM Grand, The Salvation Army, and Crocs.

Pricing Information

While specific pricing details depend on the features and skills needed, sources list the price between 26and26 and 26and37 per employee per month.

Rippling HRIS Software Payroll

Rippling is a highly comprehensive, cloud-based HR platform founded in 2016 by Parker Conrad, who previously created Zenefits.

It’s completely unique in that the platform does much more than most HRIS platforms, including Finance and IT capabilities alongside core HRMS features like onboarding, payroll, and benefits.

It does that just as easily for local employees as for those around the globe, which is a must for companies practicing remote work.

Speaking of remote, you'll be happy to hear that Rippling also has an in-house POE, easily managed through their contractor management software.

How Rippling Compares to the Competition

Rippling goes beyond offering many key HR modules with "Rippling Unity."

Unity links HR (including ATS, Time Tracking, Performance Management, Benefits, and Learning and Development!) with IT management and Finance (Payroll, Expense Management, Corporate Cards) into one unified system.

Rippling also heavily focuses on automation, simplifying the management of complex administrative processes, and offering solutions for employee onboarding and offboarding, time tracking, compliance management, and benefits administration.

Rippling's massive growth in the HRIS industry is attributed to its focus on employee experience, extensive integrations, and effective people management.

The platform's ability to work with numerous business apps like Slack, Teams, Salesforce, and more streamlines operations and reduces IT headaches, especially for knowledge workers.

Rippling differentiates itself through its automation capabilities, user-centered design, and acknowledgment that work now happens globally with employees of all kinds who live everywhere.

Following user feedback on UX/UI issues, Rippling made significant design improvements to both web and app versions, enhancing user experience.

Its focus on serving SMBs with a single platform for HR and IT needs places it ahead of competitors, especially in terms of integration and ease of use.

Users acknowledge the higher price but say it's worth it for the features and level of service Ripling offers. One HRBP said on Reddit that "their support and account management is phenomenal with monthly check ins."

Pro Review: HR Tech guru Josh Bersin called Rippling one of the “Trailblazers” for the unified approach and innovative structure, highlighting how this system truly puts people at the center of companies.

Key Features of Rippling HRIS

Pros and Cons

Pros:

Cons:

Who Uses Rippling

According to Enlyft data, the typical Rippling customer:

Featured customers include Tesla, Superhuman, Home Depot, Intel, and Pernod Ricard.

Rippling Pricing

Rippling's official website doesn't give away pricing, but according to Forbes, we're looking at $8 per monthly employee.

Depending on which features you need, this will change significantly, so speak to a Rippling rep to understand your cost.

BambooHR HRIS Software

BambooHR is a cloud-based HR software that handles various HR processes, including performance reviews. If you seek an all-BambooHR is a leading cloud-based HRIS tailored to small and medium-sized businesses (SMBs.)

BambooHR integrates the most popular HR functionalities into a single platform, making it a one-stop shop for managing the employee lifecycle—from hiring and onboarding to payroll, benefits, and offboarding.

Key BambooHR features include recruiting, onboarding, performance management, and more, all available at a competitive price.

It also supports integration with many third-party HR tools.

This flexibility and its wide range of features position BambooHR as a modern solution for today’s HR challenges, especially for smaller companies with more limited budgets and less tech-savvy employees.

Comparison with Competitors

Unlike other platforms that might cater to a broader enterprise market, BambooHR is an HRIS for small businesses, offering a more tailored and accessible experience.

This software stands out for its user-friendly interface, which simplifies the transition for organizations from basic HR processes to a more sophisticated HRIS that caters to their unique needs, something scaling startups often have to do.

The platform’s design prioritizes ease of use and provides a visually appealing workflow equipped with numerous built-in templates to facilitate various HR tasks.

It also stands out positively with its one-stop-shop approach versus competitors that may require multiple software solutions to achieve the same level of functionality.

While Rippling offers this and more, it's also deemed a lot more expensive, according to other HR people I spoke with.

Key Features of Bamboo HRIS

Pros and Cons of the BambooHR HRMS

Pros:

Cons:

Who Uses BambooHR

According to Enlyft data, the typical BambooHR customer:

Featured customers include Grammarly, Vimeo, Quora, and Fandango, but as shared above, BambooHR is primarily an HRIS for small businesses.

BambooHR Pricing

Specific pricing details for BambooHR were not provided, as with others; Bamboo says the range of prices is too broad to provide online.

Typically, BambooHR offers customized pricing based on the size of the organization and the specific features required.

Deel HR HRIS Software

"New kid on the block" Deel HR stands out for small and midsized companies for a few reasons.

First of all, it's free. Yes, free!

Not just that, it was also designed from the ground up for global remote teams, seamlessly integrating with Deel's EOR services.

This means it can streamline HR, hiring, payroll, and compliance processes across more than 150 countries.

Comparison to Competitors

Deel's offer of free software for companies with under 200 employees sets it apart, especially for small businesses looking to scale globally without incurring high initial costs.

(Let's remember, though, that Rippling once was free, too, and not decide to migrate to Deel on this alone.)

The other side of the coin is that while Deel HR is designed for modern teams and organizations, the newness of the software also means that it's not as robust as some competing platforms.

For example, in the amount of integrations, or the level of payroll complexity it supports.

Then again... it's free. (up to 200 employees.)

Key Features

Pros and Cons

Pros:

Cons:

Pricing Information

For companies with under 200 employees, Deel's HR and payroll software is offered for free.

Gusto HRIS Software

Gusto is one of the leading HRIS systems, mostly designed for small to medium-sized businesses.

The platform started primarily as a payroll solution called ZenPayroll but now offers all core HRIS functions like payroll, benefits administration, and compliance.

Gusto is particularly known for its more modern, user-friendly interface and automated payroll features with a strong emphasis on compliance and benefits administration.

To simplify HR processes for small businesses further, Gusto can also do automatic tax filing, employee self-service, health benefits, and workers' compensation.

Gusto is distinguished in the market for its affordability and ease of use, making it an ideal choice for small businesses without large HR departments.

Additionally, Gusto's customer service and licensed advisors provide valuable benefits selection and compliance support, further easing the HR burden for small business owners.

Comparison to Competitors

Compared to competitors like Trinet HR (Zenefits) and ADP, Gusto stands out for its cost-effectiveness for small businesses and specialized focus on payroll and benefits administration.

While Trinet HR offers more features and is preferred by midsize companies planning for rapid growth, Gusto provides a better balance of functionality and budget for smaller companies.

Unlike ADP, which scales from small to large businesses but may lack depth in certain areas without additional add-ons, Gusto maintains a strong focus on the needs of smaller teams, offering essential HR functions in a more streamlined and cost-effective package.

Key Features of Gusto

Pros and Cons

Pros:

Cons:

Who Uses the Gusto HRIS

According to Enlyft data, the typical Gusto customer:

Featured customers include Google, Stanford, Upwork, and Salesforce.

Gusto Pricing

Gusto offers competitive pricing with a tiered structure based on the features needed.

Each plan includes payroll and benefits administration, with costs varying by additional functionalities and the number of employees.

Gusto's pricing is 40plus40 plus 40plus6 for every employee for its Simple Plan and $60/month

plus 9/monthperpersonforthePlusplan,whichincludesfeatureslikeTimeTrackingandPerformanceManagement.Contractorsarebilledat9/month per person for the Plus plan, which includes features like Time Tracking and Performance Management. Contractors are billed at 9/monthperpersonforthePlusplan,whichincludesfeatureslikeTimeTrackingandPerformanceManagement.Contractorsarebilledat6 per month each.

Gusto offers additional support for $6 per employee per month, which some users say is a must to fully take advantage of the platform, especially in larger companies.

Bob HRIS Software

Another newer kid on the block, Bob (often referred to as HiBob due to their website address) takes the core HRIS elements and blends them with employee engagement modules.

Smaller companies have especially taken a liking to Bob, as it's modern and affordable while being flexible enough to fit most requirements.

The platform aims to feel more like a social networking site that happens also to tick off HR tasks and has a particular focus on creating a great end-user experience.

Bob natively supports various modern working models, including hybrid work, remote work, and work from anywhere.

The platform was founded in late 2015, making it one of the newer HRIS software companies in this comparison.

Comparison to Competitors

Most people put BambooHR and Bob head to head as two modern HR platforms that focus on the employee experience, however, we should also look at Rippling and Deel in this context.

Compared to these top-rated HRIS systems, Bob stands out positively in a few ways.

One, it's designed for easy engagement from all types of employees versus some platforms that are more designed for us as administrators. That's also important, but no one wants a system people hate using.

With celebration, communities, and recognition, Bob bakes in engagement, giving employees additional reasons to use the platform beyond just submitting days off.

Finally, Bob is also more global in its approach compared to US-based HRIS systems. This means that Bob may feel more inclusive for companies outside of the US.

One customer says on the Bob website:

"Often there’s a lot of technology that comes out of the US or certain locations that’s very US-centric. But as soon as you go into different time zones and currencies, it gets hard, and you end up celebrating birthdays on the wrong day and getting notifications for anniversaries on the wrong day, which is really frustrating.”

Bob doesn't yet offer one key HR job: running the payroll natively. For this, you'll have to work with another partner it integrates with.

Bob also lacks an integrated ATS, although, for most companies, this is not an issue since they often invest in a stand-alone ATS anyway.

Compared to Rippling, Bob (while cheaper) additionally lacks IT and Finance features and integrations, the Learning & Development platform, and advanced data synchronization features.

Key Features of HiBob

Pros and Cons

Pros:

Cons:

Who Uses It

Featured customers include Fiverr and Gary V's VaynerMedia.

Pricing

Bob doesn't provide pricing online, but reports put it at between 16and16 and 16and25 per employee per month.

Workday HRIS Software

Workday is an incredibly sophisticated HRIS software and one of the best HR for very large companies and enterprises of 1,000 employees and over.

HR administrators using Workday admit that using Workday "definitely requires dedication from resources to maintain the system and use it to full advantage," but that this is worth it for large and complex companies with ditto expectations of their HRIS.

For smaller companies, Workday usually isn't the best option, as you'd need a dedicated team member to manage it, or pay a lot for consultants whenever something needs to be adjusted.

Compared to the Competition

Companies that look at Workday would also consider UKG and Paylocity.

Compared to these platforms, Workday stands out positively due to its deep Accounting and Finance capabilities, and companies that get both Finance and HR on board with Workday will see the biggest benefits.

Linking Finance capabilities with your human capital operations will streamline reporting, insights, and operational optimization.

In short, Workday should be seen more as an ERP with HR as one of its internal customers than a standalone HRIS.

Key Features

Pros and Cons

Pros:

Cons:

Who Uses the Workday HRIS?

According to Enlyft data, the typical Workday customer:

Featured customers include eBay, AT&T, Bank of America, Sanofi, Hulu, and more.

Workday HR Pricing

Workday doesn't provide pricing, and online reports peg it between 40and40 and 40and99 per employee per month.

One current user says Workday is more cost-effective for companies with many blue-collar employees due to its modular pricing.

How to select the best HRIS software?

Selecting the best HRIS software involves considering various factors that align with your organization's unique needs.

Based on insights from the articles reviewed, here's a comprehensive approach to selecting the best HRIS software:

  1. Identify Your HR Needs: Assess your current HR processes and identify areas that need improvement. Determine whether you need a comprehensive solution or specific functionalities like payroll, benefits administration, or employee self-service​​​​​​ to understand which platforms are the best HRIS systems.
  2. Consider Global Capabilities: If your organization operates internationally, look for platforms in the above HRIS systems list with global payroll and compliance features. Systems like Deel and UKG offer functionalities that support international employment laws and payroll requirements​​.
  3. Evaluate Integration Capabilities: Ensure the HRIS can integrate seamlessly with your existing software, such as ATS, payroll, and accounting systems. This will help maintain data consistency and streamline processes across different platforms​​​​.
  4. Check for Scalability: The HRIS should be able to grow with your organization. Choose a system that can scale according to your changing needs​​​​, whether a small business or a large enterprise.
  5. Assess User Experience: The system should be user-friendly for HR administrators and employees. Look for intuitive interfaces and self-service options that empower employees to manage their data and HR requests​​​​.
  6. Understand Pricing Models: Pricing can vary significantly among HRIS providers. Some may charge a base fee plus a per-employee fee, while others offer all-inclusive pricing. Ensure you understand the pricing structure and that it fits your budget​​.
  7. Review Customer Support and Training: Good customer support and comprehensive training materials are crucial for smooth implementation and ongoing use. The best HRMS software providers will support you well, but be ready to dedicate team members or engage consultants, too.
  8. Compliance and Security: The HRIS must ensure data security and compliance with local and international laws, including GDPR and SOC2. Look for systems that prioritize data protection and legal compliance​​​​.
  9. Request Demos and Trials: Before making a final decision, request demos to see examples of HRIS platforms. Opt for a trial period to test the system's functionality and ensure it meets your expectations​​​​​​.

By carefully considering these factors, you can select the best HRIS system that meets your current needs and supports your organization's growth and evolution over time.

Frequently Asked Questions

What are HRIS systems, and what do they do?

A good HRIS system lets HR teams and business owners organize and track employee information and manage attendance, payroll, performance, and learning and development.

In our hybrid and remote world of work, these platforms can even send new employees their laptops and let teams align on when to come to the office.

But with so many options, choosing the best HRIS and Payroll software isn't easy. To save you time, I did a deep dive into the best HRIS systems and shortlisted these ten platforms.

In my HRIS software list, I focused on representing the most popular and comprehensive platforms for a range of businesses, from 5-person startups to enterprises with over 10,000+ employees.

What should I consider when choosing an HRIS?

Consider the system's ability to handle your specific global payroll needs and ensure it offers the functionalities required for your organization's size and geographic footprint.

Evaluate the system's integration capabilities with existing HR, ATS, and accounting platforms to ensure seamless data flow across your organization​​. The HRIS examples above show that features, benefits, and pricing vastly differ between systems.

How do HRIS systems handle employee data and compliance?

The best HRIS systems, from newcomers like Deel to mainstays such as Workday, focus on automating payroll deductions and ensuring compliance with local health insurance, pension plans, or stipend requirements in over 150 countries​​.

They also offer legal-reviewed contracts to avoid misclassification and ensure compliance, highlighting the importance of choosing an HRIS that can adapt to global legal frameworks​​.

What are the pricing models and affordability of HRIS systems?

Pricing varies significantly among HRIS providers, with some offering a per-employee monthly fee and others requiring a base fee plus additional costs per employee.

For example, some have a base fee and a per-employee monthly cost, emphasizing transparency and affordability​​.

Understanding all modules' pricing is crucial to avoid paying for unused functionalities. This approach can help manage costs while ensuring you get the needed features​​.

Also understand how much support is included – you’ll need it more than you think, especially around launching the new system.

Which is the best HRIS for me?

The choice of an HRIS platform should be guided by the organization's specific needs, including the company's size, the complexity of HR requirements, and the need for scalability and global support.

Your best HRIS system may be:

It's important to assess the system's features, integration capabilities, compliance support, pricing structure, and suitability for your organization's size and needs.

Customization is another massively important driver of your eventual choice.

Can you use something out of the box, or (which is usually the case) are you migrating from another platform that supports countless custom workflows you now need to replace?

Besides this, companies will need to weigh whether a legacy platform trying to modernize fits better than a newer platform built for our modern, remote, and AI-driven world of work.

While legacy platforms like UKG and Trinet have more built-out features and better support odd use cases, modern platforms like Deel, Rippling, and Bob may seamlessly fit into modern teams' workflows and mindsets.

BambooHR and Rippling are notable mentions across various criteria for the best HRIS systems, for their robust offerings and user satisfaction, especially for small to medium businesses.

Finally, we need to be realistic here. No matter what vendors promise, all HRIS systems have challenges and flaws. There's just no way around it.

It's just a matter of finding the best among a challenging set of options.

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